3. Hospitals, especially intensive care units are highly
labor intensive and therefore workforce losses seriously
affect the services.
Also, the high turnover rates in addition to insufficient
number of nurses lead to disruption of patient care and
increase of costs (Stordeur, D’hoore, The Next-Study Group 2007; Yaprak and Seren 2007).
Health organizations are faced with the problem of
insufficient number of nurses due to limited resources
and incorrect manpower policies (Yaprak and Seren 2007).
4. Insufficient number of nurses is a universal problem.
Therefore, in “Working Together for Health” report of
World Health Organization (WHO) for 2006, global
healthcare workforce crisis was stated as a priority
issue by drawing attention especially to nursing deficit
In this regard, International Council of Nurses (ICN)
selected “Positive practice environments: Quality
workplaces = quality patient care” as their theme of the
International Nurses Day in 2007 for drawing attention
to serious workforce crisis and to discuss solutions (Türkmen,
Badır, Balcı,Topçu Akkuş 2011).
6. Nowadays, the problem of insufficient number of
nurses increased as a result of new graduates leaving
the profession quickly, not being able to ensure
continuity of existing nurses and provide commitment
to organization and tending towards non-nursing tasks
(Yaprak ve Seren 2007).
Demand to profession is increasing in our country due
to job security while decreasing in United States of
America. However there are serious problems in
retention nurses at work and rational use of resources.
Also problem is more deepened as generational factors
are added
7. In the study of Roche et al. (2004), leaving rate of new
graduates in the first 6 month was found to be exteremely
high (35-60%).
Such rapid turnover is a condition causing burnout among
nurses involved in the orientation of these new nurses.
In addition, there is a high cost of recruitment and
orientation program to the organization. In this study,
school hospital partnership model was applied to keep new
graduates at work and the rate of leave is reduced (7.5%).
11. It can be seen in Figure 1 that lleeaavvee ooff eemmppllooyymmeenntt
pprroocceessss iiss aaffffeecctteedd ffrroomm iinnddiivviidduuaall,, oorrggaanniizzaattiioonnaall
aanndd eennvviirroonnmmeennttaall ffaaccttoorrss aanndd ooccccuurr iinn 55 ssttaaggeess..
12. Figure 2. Patient Care System and Nurse Turnover Model
(O’brien Pallas, 2010 p.1075.)